UNION BUSTING 101
What is a union buster? A union buster is a firm or individual hired by an employer to thwart a union organizing drive by employees.
Why do Companies hire union busters? One simple word . . . control. With a Union, employers lose the ability to totally control the workforce, since employees collectively gain rights with a union.
Why don't we hear about the union buster? This is one of the ways a union buster operates - behind the scenes. If you get letters signed by management that imply bad things happening with a union, you can bet that letter was written by a union buster. Also, if a union buster is engaged in direct dealing with employees, the union buster has to file financial reports with the U.S. Department of Labor. Employers do not want public knowledge of their expenditures to the Union busters.
How does the union buster operate ? A union buster seeks to achieve two things: One, to create a sense of dissention and division among employees during an organizing campaign; and, two, to spread the greatest amount of misinformation about the union possible before an NLRB election.
During EVERY Union campaign, beware of the fact that your Employer DIRECTED BY THEIR UNION-BUSTERS will try everything in their power to deceive you in their attempts to keep control. In principle, no employer wants to give up control to its employees. That is why employers will use every tool at their disposal. They'll use letters, rumors, threats, phony committees, captive audience meetings, special perks, videos, fear, scare tactics, lies about corruption and anything else they can think of to convince you to vote no.
These methods are contained in standard propaganda packages developed and sold by highly paid professional "union-busting" consultants (paid approximately $1,000 - $1,500 a day plus expenses).
They are designed to confuse workers into thinking that they don't want or need a Union. Don't allow some highly paid "consultant", sometimes disguised as Human Resource Personnel to tell you how to think. Don't be distracted - even by a small group of employees who may be misled by management and are campaigning against you and your right to form a Union.
THESE "UNION BUSTERS" TELL MANAGEMENT WHAT TO DO.
Following is a checklist of tactics "union busters" use to try to defeat union campaigns. Use this guide to prepare yourself and your colleagues for what will happen. Keep track by checking off each tactic your Employer and/or its Human Resource Personnel attempt to use to try to DEFEAT YOU !
PRESSURE FROM SUPERVISORS:
Supervisors will be front-line troops against the union delivering letters, informal chats and speeches prepared by the "Union Busters."
LETTERS, LEAFLETS, MEMOS AND MORE MEMOS:
The "Union Busters" will write you many letters and hand out lots of leaflets during the union organizing campaign... only the letters will be signed by upper management, or the Human Resource Personnel - not the Union Busting consultants.
INCREASES IN PAY:
They may tell you, you don’t need a Union to get wage increases, and they were about to increase your pay just prior to the start of the organizing campaign. They may even tell you now that the Union is here they can’t by law give you a raise but would like to give you a dollar raise. DON’T BE FOOLED.
LOVE LETTERS:
In some of the letters, the "union busting" consultants will have management say how much they really appreciate what all of you do for the organization. They might even admit mistakes! They want to convince you that the "boss" is really a good person who can be trusted with your future.
THE UGLY UNION LETTERS:
Most of the letters will paint a pretty ugly picture of the union. Management will want you to think the union is just out for money. They will even refer to the union as a "Third Party." The FACT is, the workers ARE the union - they form the collective voice. The officers will elect their own representatives and will decide what issues they wish to promote and negotiate.
LOVE OFFERINGS:
The "Union Busters" will tell management to give you some unexpected perks (i.e. bonuses, paid lunches, parties, etc...) They want you to believe you don't need a union to get good things and improve security.
LET'S BE PALS:
Management and their RATS will be everywhere. Walking the floors - on every shift. Setting up spur-of-the-moment chats so he/she can find out what's on your mind. "Don't' let a 3rd party come between our wonderful relationship!" BEWARE !
ONE-ON-ONES:
Your supervisors or the Human Resource Department may call you in for face-to-face talks about the union. You have no choice if they insist, however, you do have the right to ask a fellow employee to sit in with you. Also, you do NOT have to divulge your interest in the Union. The supervisor or the Human Resource Department has been told what to say by the "union buster consultants."
DIVIDE AND CONQUER:
They will try to play one group against the other: "Disloyal" union supporters against "loyal pro-employer" union opponents; men vs. women, older vs. younger, day shift vs. night shift, one department against another - whatever works for them.
"VOTE-NO" COMMITTEE:
A small group of employees might be set up to "stand up" for the employer. They want to "save" the organization from the Union. The "Union Buster" is behind this committee and is training the leaders to destroy the union organizing efforts.
CAPTIVE AUDIENCE MEETINGS:
Employees might be required, on paid time, to attend meetings where top management will deliver a speech. It is not an open debate. Remember Don’t be Fooled by Union-Busting Propaganda.
SCARE TACTICS
Management’s biggest weapon is Fear. In the Security Industry beware of threats of Outsourcing your Job Tactics. This is common in every Union Campaign. Remember - presently you are a, AT-WILL – EMPLOYEE with No Rights, No Voice or No Job Security.
You can be FIRED or Replaced by management at anytime ! Don’t be Fooled ! Only by Unionizing, can You Legally Protect you JOB !
U are the UNION and If U want a VOICE to Negotiate Your Wages, Benefits, Job Security and Working Conditions U must Stand Up and Be Heard !
Remember: 99.9 % of union Do NOT charge Initiation Fees as management would like you to believe. Nor do they charge any monthly dues (which union members call Job Security) until the union negotiates on your behalf your written contract and the majority of officers of VOTE to accept its terms and conditions.
In reality no security professional would vote to accept the union contract if they were to receive less. This result is a WIN WIN situation for every security officer professional to gain the wages and benefits you deserve!
What can I do about the union buster's tactics?
Remember, the union buster plays off of an employee's lack of knowledge about a union. Employees can do several things to counter the union buster:
Ask the Company if they have hired a union buster - Ask the employer's representative whether they have hired a "consultant" to work for them to "educate" employees about the union. Ask the employer how much they are paying the consultant. Employers don't want you to know that they have hired someone to interfere with your rights to organize a union, and you will make them nervous if they have to answer this question. Most union busters charge anywhere from $750 to $2,000 per day plus expenses for their services.
Document - Have as many employees as possible document everything that a supervisor or manager says to employees, whether to a group of employees or an individual employee. A union buster will oft times violate the law in what he says about the union.
Ask Questions - If a supervisor makes an implied threat, ask the supervisor or manager point blank what he or she is trying to say. The employer cannot legally make direct threats to employees about union organization.
Ask for the information the union buster presents in writing - Remember, the general, vague information that supervisors and managers are giving you comes directly from the union buster. Ask management for the information that they are presenting to you in writing.
Protect and support each other - If a supervisor is shadowing an employee, band together for support. A union buster can only be effective in creating fear if the employees let him. If employees stand up to the union buster, he cannot be effective.
Ask the Union - If you have questions about what the union buster is having management say, contact the union for answers.
You can beat a union buster at his own game by sticking together!
Fear
Is managements Weapon of Choice !
Common Misconceptions and the
TRUTH about UNIONIZATION
Management will always oppose a union, that’s a fact. Your managers and supervisors will employ empty promises, lies threats and intimidation tactics when you try to organize.
Management has been using these deceptions for years, however when these tactics are exposed for what they are, security professionals like yourself vote in favor of Unionization!
Deception # 1 Supervisors usually come around asking for another chance to change problems on the job, once an organizing drive gathers some momentum. The company may tell you that they didn’t know you and your co-officers were dissatisfied. Your supervisor may well start treating you better and showing new concern for your
well-being.
The TRUTH:
When workers give the company a second chance, they are always bitterly disappointed. Once the pressure is off, the company rarely changes. In most cases, your chance of winning an organizing drive is best the first time around. Don’t be tricked out of your first, best chance
Deception # 2 Although it is illegal, the company will say you’ll be bargaining from scratch. Management will tell you that when you negotiate a contract, you may lose the wages and benefits you already have.
The TRUTH:
It is illegal for an employer to threaten to reduce benefits if a union is voted in. when you negotiate a first contract, you stat from the pay and benefits you already have and build on them. You are the union and you and your co-officers decide what to ask for in your contract.
Deception # 3 The company will tell you you’ll never benefit from a UNION Contract because they’ll never sign one. Since it is illegal to say this directly, they may say, “Remember we don’t have to agree to what the union wants in the contract”.
The TRUTH:
Your company is legally required to negotiate with the union you choose. Every company talks tough before workers organize; don’t let them bully you. It’s in the company’s interest to keep its employees satisfied and keep the work flowing. Once you present them with reasonable contract proposals, management usually compromises.
Deception # 4 Although it is illegal, the company may tell you that if the union is voted in they’ll replace you and your jobs by outsourcing its security department to a non-union company.
The TRUTH:
It is illegal for an employer to threaten you or your jobs for trying to organize a union. The bottom line is the National Labor Relations Act Section 7 protects your rights to organize and makes it illegal for an employer to outsource your jobs and/or replace you for voting in a union.
Deception # 5 Management may tell you that a union can force you out on strike whether you want to go or not. They may threaten that if you leave your job for a strike you could lose it forever. They may ask you how your family will survive if you are forced out on strike.
The TRUTH:
When a company threatens that a union will force you out on strike, they break the law. No union can force you to strike. No union wants to strike. Strikes only happen when the company refuses to bargain in good faith with the union and its employees. In any event a strike is a decision voted upon by you and your co-officers. If the majority officers don’t want to strike, there is no strike! Almost 99.9 percent of all SPFPA contract negotiations are resolved without a strike.
Deception # 6 The Company will tell you that the union just wants your money. They may lie about the amount of dues and/or initiation fees you will pay to be a SPFPA member. They may also tell you, you’ll have to pay dues immediately after voting for a union. This is a Lie!
The TRUTH:
There are NO Initiation Fees and dues are only payable after SPFPA negotiates your Written Union Contract, which you must vote to accept.
When you compare your present pay, benefits, working conditions and the lack of job security vs. improvements in pay, benefits, working conditions and job security spelled out in a Written Union Contract, the cost of belonging to SPFPA far exceeds the monthly dues of two and a half times your hourly rate –an hour of which is used to run your own newly established SPFPA Local. Please note: A wage increase of just .25 cents per hour x 40 Hours per week = a $40.00 monthly raise far exceeding SPFPA’s monthly dues !
Deception # 7 Your employer will tell you “The Union can’t guarantee you not one cent” and that you may well lose your wages and benefits by voting for a UNION.
The TRUTH:
Right now you are an at-will employee and can be fired at anytime without any rights or Federal or State laws protecting you! The truth is with a UNION, you at least have laws protecting your rights in the event of retaliation and the right to negotiate a legal and binding contract that indeed does GUARANTEE you the wages, benefits, and Job Security you all deserve!
Remember YOU are the UNION ! …….
and the last thing your Employer wants is to give YOU and your Co-Officers the POWER to Enforce a Written SPFPA Union Contract Protecting Your Rights !
The TRUTH:
Without a Strong Union Like SPFPA fighting for you and/or a Written SPFPA Union Contract Protecting Your Rights …Your Employer has the Ultimate POWER to…. Fire You without just cause - Outsource Your Jobs – Change Your Shift-Lower Your Wages – Cut Your Hours and anything else he can think of …… BEWARE !
That is WHY Management is Fighting So Hard to Convince you not to belong to our STRONG UNION – SPFPA !
UNION BUSTING - Know Your Rights
What Employers and Supervisors Can NOT Legally Do
Management can not attend any union meetings, park across the street from a meeting place, or engage in any undercover activity, which would indicate that the employees are being kept under surveillance to determine who is and is not participating in the union program.
Management can not tell employees that the company will fire or punish them if they engage in union activity.
Management can not lay off, discharge, or discipline any employee for union activity.
Management can not grant employees wage increases, special concessions, or benefits in order to keep the union out.
Management can not bar employees in support of the union from soliciting employees' memberships on or off the company property during non-working time.
Management can not ask employees about union matters, meetings, etc. (Some employees may, of their own accord, walk up and tell of such matters, but to ask questions to obtain additional information is illegal.)
Management can not ask employees what they think about the union or a union representative.
Management can not ask employees how they intend to vote.
Management can not threaten employees with reprisal for participating in union activities.
Management can not promise to increase benefits to employees if they reject the union.
Management can not give financial support or other assistance to employees or groups of employees who favor or oppose the union.
Management can not announce that the company will not deal with the union.
Management can not threaten to close, in fact close, or move a plant in order to avoid dealing with a union.
Management can not ask employees whether or not they belong to a union, or have signed up for union representation.
Management can not ask an employee, during the hiring interview, about their affiliation with a labor organization or how they feel about unions.
Management can not act in a way that might show preference for a non-union employee.
Management can not make distinctions between union and no-union employees when assigning overtime work or desirable work.
Management can not purposely team up non-union employees and keep them apart from those supporting the union;
Management can not transfer workers on the basis of union affiliation or activities.
Management can not choose employees to be laid off in order to weaken the union's strength or discourage membership in the union.
Management can not discriminate against union people when disciplining employees.
Management can not by nature of work assignments, create conditions intended to get rid of an employee because of his union activity.
Management can not fail to grant a scheduled benefit or wage increase because of union activity.
Management can not deviate from company policy for the purpose of getting rid of a union supporter.
Management can not take action that adversely affects an employee's job or pay rate because of union activity.
Management can not threaten workers or coerce them in an attempt to influence their vote.
Management can not threaten a union member through a third party.
Management can not promise employees a reward or a future benefit if they decide "no union".
Management can not tell employees overtime work (and premium pay) will be discontinued if the plant is unionized.
Management can not say unionization will force the company to lay off employees.
Management can not say unionization will do away with vacations or other benefits and privileges presently in effect.
Management can not promise employees promotions, raises or other benefits if they get out of the union or refrain from joining the union.
Management can not start a petition or circular against the union or encourage or take part in its circulation if started by employees.
Management can not urge employees to try to induce others to oppose the union or keep out of it.
Management can not visit the homes of employees to urge them to reject the union.
Any of the above acts constitutes a violation of the National Labor Relations Act. Therefore, YOU as a worker and a supporter of a free trade union movement should report these acts to your union representative immediately
These UNION-BUSTING Videos are used by management in their MANDATORY CAPTIVE
AUDIENCE MEETINGS
UNION BUSTERS
If you and your fellow Security Professionals want a labor union, there are several things you must do before you have a working union set up and a contract signed with your employer.
First a majority of the employees in your group must sign the International Union of Security Police and Fire Professionals of America SPFPA membership cards authorizing the union to act as your collective bargaining agent. The larger the majority is, the stronger your union will be and the better contract you can get from your boss.
After a majority of the employees have signed up with the SPFPA, the union will ask your employer to recognize your decision to have SPFPA as your bargaining agent for the employees and to begin contract negotiations. Sometime the employer will agree right off to bargain with the union. More often, however, they will refuse to bargain unless and until the union is “certified by the NLRB.
The next step is for the SPFPA to file a petition with the National Labor Relations Board. The NLRB will then step in and conduct a secret ballot election among the employees. In this election, the employees will vote on whether or not they wish to be represented by the union. If a majority of the employees vote in favor of the union, the NLRB will then certify the union as your collective bargaining agent. Once the union is certified, FEDERAL LAW requires that the employer sit down in negotiations with the union.
In all these steps, you will need the help of a representative of the SPFPA and our legal department who will assist in the processing of this petition. SPFPA will gladly help any Security Professional group which sincerely wants to organize a union.
SPFPA S.O.S Organizing Program 2003
What is SPFPA S.O.S. Organizing Program?
SPFPA S.O.S. Organizing Program is an educational internship where SPFPA members develop skills useful for union organizing by experiencing firsthand the kinds of struggles unorganized Security Officers face while trying to win a voice at work. SPFPA S.O.S. Organizing Program is now being launched in response to the unorganized security, police and fire protection officers from around the country who are continually putting out distress calls to the SPFPA for help.
Why SPFPA S.O.S. Organizing Program?
More than ever before, Security Officers are fighting for a voice on the job. As income inequality grows and CEOs enjoy outrageous pay, Security Officers face out sourcing, stagnant wages and lack of benefits. Security Officers want to form unions to have a voice at work, but employers routinely use all sorts of unethical tactics to thwart Security Officers’ freedom to form a union. As an SPFPA S.O.S. Organizer committed to social and economic justice, SPFPA S.O.S. Organizers learn the skills they need to help Security Officers overcome these obstacles and win a voice at work. Ultimately, SPFPA S.O.S. Organizers help build the union movement, strengthen our bargaining power and protect our union and its members.
What kind of qualifications does one need to participate in SPFPA S.O.S. Organizing Program?
Strong commitment to our union SPFPA, and the unorganized Security Officers who are in distress and need our help. Participants need to be people oriented, enthusiastic, energetic, flexible and willing to work in their spare time on an unpredictable schedule. Previous union organizing experience is not necessary. SPFPA S.O.S. Organizing Program is a volunteer program made up of local SPFPA members and is open to all who is committed to the cause.
What do SPFPA S.O.S. Organizers do?
SPFPA S.O.S. Organizers will be assigned to various campaigns in groups of two or six where they will develop skills and help Security Officers in their fight for workplace justice and a voice on the job.
Where is the SPFPA S.O.S. Organizing Program going to take place?
The sites are developed and announced as they occur and needed. Placement of S.O.S. Organizers is based on location of the State in which you live and/or the needs of a particular campaign.
Do S.O.S. Organizers Get Paid?
SPFPA members, local unions, International officers and representatives can participate in the organizing bonus program, participants of campaigns will earn up to $10.00 per new member for all successful campaigns. For more information on how this program works please contact Steve Maritas Organizing Director at 1-800-228-7492
SPFPA WE ARE HERE TO HELP YOU!
1-800-228-7492
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